Are virtual candidate assessments as good as face-to-face?

Some useful information from Charlotte Schaller on what to consider when moving to virtual assessments.
Alongside this, it is important to remember the main factors when implementing either an in-person or virtual Assessment Centre:
*Know the competencies that characterize effective performance
*Understand the key situations where role holders have to display the competencies
*Explore “off-the-shelf” exercises, adapting existing or developing bespoke
*Utilize tried-and-tested technology to run exercises
*Communicate and engage with candidates
*Ensure assessors are familiar with the technology, the exercises and how to score
*Agree in advance protocols for data integration and decision making
*Pilot your centre to check the pitch of exercises, that they measure the competencies and that the technology works!
Using technology is a huge part of how we work. It is important our assessments move with the times and utilize similar technology to realistically simulate those scenarios that candidates encounter in role.

Click on the following link to read the full article in People Management.